Implications Of Employee-elected Organizational Leaders For HRM And Employees

Election of Organizational Leaders by Employees

Election of various leaders by employees ensures that the organization is under good leaders and managers. Employees are able to elect leaders that they will work with while realizing the objectives of an organization. In every organization, the election of leaders and managers by the employees help in shaping the climate along with the effectiveness of the working environment (Vestal 2015). Election by employees remains the best way that aid in the interpretation of experiences of employees. Therefore, having the appropriate approach of electing leaders within an organization by employees leads to the improvement if relationships between the employees and their leaders. The process of electing leaders by employees assists in setting the greater leaders who have the capability of management of the process of handling every operation of shareholders together with issues facing the organization. Therefore, this paper explores the implications that election of leaders by employees brings to the development of employees, human resource management, and implications for leaders and managers within an organization

The election of leaders by employees in an organization focuses on a particular and exclusive stress of theadministration or public segment. Elected leaders within an organization often win their positions, not with the major reason of their management capability, but because of their strategies of campaigns based on political dialogue, promises to employees, as well as popularity in an organization (Davied et al., 2015). In most cases, the success of electing leaders by employees bases on recognition frustrations with current leaders, image, or trendy concerns during operations. According to Robertson & Barling (2012), issues that comprise of immigrations, moral beliefs, wars together with the economy of an organization frequently order a discussion on election. These issues change the process of creating decisions by employees away from needs of common or appropriate wellbeing of the adminstration agency and further towards parties’ preferences of every aspirant. Different employees always make their choices derived fom political expression and reputationin place of capability that an individual has in the management of different operations within an organization.

Employees are always able to develop thinking ability in electing leaders. Their capabilities are in most cases based on the expectations that the elected leaders will be able to create policies for establishing efficient statement and appointment with every worker. Allowing employees to elect their leaders is essential (Ahn et al., 2016). The aspiring leaders are always able to make different promises, set the strategy for the platforms, together with giving employees the reasons to why they should elect the particular leader to the most premier leadership spot in the organization. In most case, employees get a chance of electing their leaders, but they do not always have the option when it comes to suggesting appropriate steps taken in order to achieve the set targets and mission of the organization. Therefore, elected leaders remain to be an essential factor in operations of the company as employees expect great things from the elected leaders.

Election of leaders by employees helps in improving the election skills of an individual to decide on which candidate to choose for every management position. The skills allow for the formation of crystallized platform among employees. Such platform is essential in ensuring that elected leaders to have the political platform or the list of different core values along with actions that they focus on publishing during their operations (Uusiautti 2015). Therefore, development of new skills brought about by the election of leaders by employees allows the leaders to learn and understand the problems that affect operations of the organization before they try to solve such issues. The development of new skills during the process of electing leaders help in improving an individual understanding that constitutes of what they wish leaders to involve in during their operations. The election allows employees to understand what the aspiring leaders like and what they are planning to do for the employees once they take the oath of holding different offices. As reported by Pulce (2015), the ability of employees to elect their own leaders allows them to share their opinions and different points of view without running the danger of looking at disloyal or untrustworthy aspirants. The leaders are also able to share different information on what they aim to do to the employees. Ideas of information sharing help in increasing the commitment of elected employees to the big picture. The leaders are then able to aim at achieving objectives of an organization and expectations of the employee as the voters.

Implications for Employees

The election of leaders by employees allows the employees of different organizations to develop skills on training and developing different operations within an organization. The skills developed towards training and development of employees following the election processes is diverse. Some of these developments consist of skills of hiring new orientation, leadership training, professional advancement seminars, and different workshops (Schreiner et al., 2015). Therefore, employees are able to have the different understanding that aid in overseeing the needs assessments to determine when training within the operation of an organization if necessary. Different understanding by employees allows understanding on the best type of training that is vital in improving performance as well as productivity of every elected leader. Different skills that result from election process help in the examination of performance and records of different leaders and employees. Such examinations are essential as they help in identification of different sectors where employees could focus their operations to improve through different approaches like job skills training or development of employees. The development of employees is achievable through seminars or workshops that focus on leadership techniques (Marquet 2013). The development of new skills among employees during election process plays an integral purpose in the implementation of employee development strategy and planning of succession based on models of training and development of employees. Therefore, the election of leaders by employees allows human resource managers in every organization to be responsible for succession planning towards the usage of their knowledge in improving employee development. The idea of the election also help the managers to improve on preparation along with prospect business requirements to plan career plans for different workers who tend to display an ability along with desires for growing mobility.

Similar to other departments’ managers and leaders, the human resource managers have the set basic functions. After the action by employees, managers should be in a position to overseeing functions of departments along with managing employees within the company. Therefore, these expected functions from the managers allow them to have a well versed in each if the human resources discipline, compensations, offering benefits to employees, training, and development of operations within the organization. Other functions expected from the elected human resource managers are improving the relations of employees, overseeing recruitment processes, and selecting employees to carry out different activities within the operation of the organization (Hu & Shi 2015). Moreover, the election of skilled managers facilitates the formation of core competencies human resource managers. These managers are then able to develop solid communication techniques and capabilities of making decisions that affect operations of every employee based on the analytic skills together with critical thought processes.

The human resource management is expectable to look at an appropriate way of compensating and provision of other benefits to workers. After employees elect a leader, human resource manager must be in a position to provide proper guidance and direction to compensation and benefits different employees with different specialties in an organization. According to Celebi & Saatci (2016), elected leaders must be ready to develop strategic compensation programs, align organizational performance, management of organization’s systems with compensation structure. The leaders are also able to monitor negotiations for group towards the benefits in medical cover. Election of leaders in small organizations tends to allow the managers to conduct open enrollment for annual elections of employees pertaining to coverage of health care systems. Nevertheless, an inclusionof employee in the activities of electing their leaders stands out to be an important plan as it helps in the usage of essential understanding among employees to improve commitment along with the performance of different operational costs. There is need to elect only skillful leaders (Mitchell & James 2017). The election of such leaders is essential in ensuring that the every operation of human resources is achievable as per the plan. The idea will be essential in improving the revenue earned during operations. The improvement in profits of an organization will make the employees involved in choosing their leaders to receive different rewards in terms of commission, increased in salaries, or promotion in their workplace.

Human Resource Management Implications

Election of leaders by employees makes the leaders and managers of a particular organization develop strategic solutions that aim at meeting demands of workforce and trends within the labor force. The leaders and managers focus their abilities towards management and overseeing the process of their selection and recruitments by employees. However, managers persist in having the responsibility for making appropriate decisions that relate to corporate branding by relating to recruitment ad retaining employees who have required talents for operations. From Peterson’s (2013) study, strategies for electing leaders and managers within an organization by the employee may include the development of the incentive program for managers or providing the cross training. The training allows such managers and leaders to become certifiable in various specialists by becoming useful to the operations of different organizations. The implications of leaders and managers from the election of leaders by employees relate to the process of recruitment and retention of valuable employees within a company (Sheehan 2013). Therefore, some implications that result from the election processes help in promoting the organization and its operations to be the choice of shareholders. The leaders and managers who are responsible for election processes usually look at the recruitment and selection process of leaders (Microsoft to Recruit Employees with Autism 2015). It also looks at the compensation and benefits towards attaining different ways to appeal to highly qualified applicants in an organization.

The election of leaders and managers by employees assist in the improving relations between employees within an organization. The relations among the employees tend to be responsible for investigating and resolving issues within the workplace. Therefore, electing leaders have various implications on leaders and managers. The election remains to form ultimate responsibilities that help in the preservation of the relationship between the leaders, managers, and employees. The preservation is attainable through approaches of designing the effective strategies for employee relations (Sammania et al., 2012). Therefore, effective relations of employees’ strategy tend to have particular steps for ensuring the general well-being of employees’ within a given organization. The implications also ensure that the employees remain to be safe by having an efficient working environment that is free from any form of discrimination together with harassments. There is a need for leaders and managers responsible for operations of small businesses to be able to conduct investigations within their workplace and solve any case of rising complaints among employees. According to Robertson & Barling (2012), leaders and managers within an organization may also be the main contact for legal counsel in mitigation of dangerous activities on operations. These leaders and managers can also turn to be the litigation pertaining to matters that relies on the relations of employees.

Conclusion:

Leaders are always electing their leaders by focusing on the political expertise on individual instead of the specific management or leadership styles of an individual. However, in the business setting of adverse communal awareness towards administration of employee presentation, chosen leaders by employees faces disputes of guiding employees, supervising development, along with developing the platform to support personal politic aspirations. Trust among the employees during the election is the key factor in electing a good leader that can ensure that an organization achieves its targets and mission within the set timeframe. Therefore, there is a need for all employees within an organization to develop appropriate skills of their behaviors in ensuring that they demonstrate trustworthiness on aspirants that seek their votes. In most cases, the election of ideal leaders for operations of different organizations persists to be the adequate source in the achievement of real processes of operations. All elected leaders must look at the welfare of employees without any form of discrimination. The discrimination cans are because not all employees would vote for a particular candidate who wins in an election, but there is a need for elected leader to ensure that they work towards improving the conditions of employees.

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